- 學位論文
新進員工離職與面談甄選之關聯以個人與工作適配性為中介效果
The Relationship between Newcomers’ Job Interview Experience and Their Intention to Leave: The Mediate Effect of Person-Job Fit
摘要
本研究旨在探討企業在徵才時，面試官展現的專業行為與甄選方式的公平性，是否對六個月內新進人員的離職具有影響，並嘗試找出關鍵機制。本研究採便利抽樣方式針對31家企業到職六個月內的新進員工進行問卷調查，回收有效問卷322份。並以SPSS統計軟體，進行人口統計、敘述性統計、信度分析、相關分析及階層迴歸分析。經分析後獲得結論如下：其一，面試官的專業行為與甄選的公平性對6個月內新進人員離職傾向有負向影響；其二，「需求與能力適配」、「價值與供給適配」及「自我概念與工作適配」等個人-工作適配程度，除了「需求與能力適配」不具有中介效果，「價值與供給適配」及「自我概念與工作適配」均對面試官的專業行為與甄選的公平性對6個月內新進人員離職傾向具有中介效果。意即甄選過程將影響求職者對個人-工作適配的判斷，進而影響其離職的傾向，若面試官的表現越專業，甄選方式越公平，將促使求職者有較高的個人-工作適配，進而有較低的離職傾向。
並列摘要
This study aims to explore whether two factors during the recruitment process--demonstration of an interviewer’s professionalism and an enterprise’s commitment to fair conduct to due procedure--will have an effect on the retention of new employees in the first six month of their employment and to identify key mechanisms in this process. The study samples new employees who have started working for no more than six months at 31 enterprises and has gathered 322 effective questionnaires. The study then analyzes these responses with the software SPSS in terms of demographic statistics, descriptive statistics, reliability analysis, correlation analysis, and regression analysis of class. The analysis is as follows. First, professionalism demonstrated by the interviewers and the fairness of the selection process has a negative effect on the retention of new employees who are in their first six months with a company. Second, "needs and capacity suitable distribution", and "value and supply suitable distribution", and the "self concept and work suitable distribution", personal-work suitable distribution degree, have an intermediary effect on the retention of new employees who are in their first six months with a company. This result means that the selection process will have an impact on the job seekers’ perception of how well adapted they are to their jobs, and may influence how likely they may quit their jobs. The more professional an interviewer is and the fairer the recruitment process is, the better the job-seekers’ perception of their job-adaption is, and thus the job-seekers are less likely to quit their jobs.
參考文獻
延伸閱讀
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